Please find the attached files. Only Assessment 4 part C needs to be done. which is maximum of 400 words.Actually, one of you guys did half of this assignment. So, I have attached question and asswers i.e. requires to formulate the answer for part c.
Assessment 1 Q1: Briefly describe the following human resource functions a. Recruitment and selection The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house – as opposed to companies that provide recruiting and staffing services – play a key role in developing the employer's workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates. b. Creating human resources and recruitment strategy Staffing the HR function to enable the HR department to play a strategic role requires an organization to do the following: · Establish a framework for staffing that encompasses that objective. · Decide which HR functions should be staffed internally and which should be handled externally. · Select or develop internal HR staff members with the competencies needed to perform well in a strategic HR environment. · Select and manage HR outsourcing partners who will provide HR functions efficiently. · Evaluate key indicators of HR staffing effectiveness. c. Training and development Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Leadership training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level. d. Professional development Professional development opportunities are for employees looking for promotional opportunities or employees who want to achieve personal goals such as finishing a college degree. Programs such as tuition assistance and tuition reimbursement programs often are within the purview of the HR training and development area. e. Benefits and compensation Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll. f. Ensuring legal compliance Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations. Q2: State four examples of human resources best practices an organization may employ 1. Organizations like Nissan, which has developed a HR concept it calls ‘kaizen’. Kaizen empowers the Nissan workforce to continually improve the way a job is done. This is coupled with an emphasis on providing managers with the autonomy to recruit and build their own teams. 2. Alliance Boots (parent company of the Boots chain) also shines for its promotion of community outreach programs for employees. In fact, Alliance Boots was the first organization of its kind that offered formal accreditation to employees for their work in the community. 3. Another interesting example is BT, a juggernaut of a telecoms company, which even during the economic crash continued to retain, train and redeploy its existing staff. Its focus on its employees has earned it a reputation for loyalty that is matched by its employees. 4. Mayo Clinic, which consistently features on Forbes 100 Best Companies to Work For, has worked to create a dynamic team. This is supported by strong management, consistent internal communications and ongoing training and development. Q3: Identify and briefly describe at least 5 legislative acts relevant to human resources management. 1) Fair Work Australia Ombudsman Mostly governed by the Fair Work Act 2009 (FWA) and the Fair Work Regulations 2009, the Fair Work Ombudsman promotes a healthy workplace for employees, contractors, and employers alike, by providing information and advice of work rights and obligations. 2) Privacy Act The Privacy Act 1988 is a law which oversees the regulation and handling of private and personal information about individuals – most commonly, individuals’ names, signatures, addresses, contact numbers, dates of birth, medical records, bank account details, and commentary or opinion about a person. 3) Workplace Health, Safety Standards, and the Workplace Health and Safety Act The establishment of national policies, focused on improving work H&S and workers’ compensation across Australia, is led by Safe Work Australia. Businesses and employers are required, and have a legal responsibility, to implement and enforce H&S practices accordingly; covering all employees, contractors and even volunteers or visitors. 4) STP – Single Touch Payroll In July 2018, the ATO implemented a change in reporting methods, requiring businesses with a minimum of 20 employees to report to the Commissioner on or before each pay day using Single Touch Payroll. 5) Labour Hire Licensing With the commencement of the Labour Hire Licensing Act 2017, pioneered in Queensland; labour hire licensing is now mandatory. Full roll outs in a number of states occurred earlier this year, including South Australia from August 2019 and Victoria in October 2019. Q4 Identify and briefly describe the requirements under the Fair Work Regulations 2009 for a business The rules and obligations for employees and employers which are outlined within the Fair Work Act 2009 are known as the national workplace relations system. The purpose of this system is to provide a balanced framework for productive workplace relations which promotes national economic prosperity and social inclusion for all Australians. Which essentially means that it is in place for the good of all and does not come with any subjective or biased perspectives. This is quite a broad understanding of what the Act is designed to do. More specifically, the Act: · provides for terms and conditions of employment · sets out rights and responsibilities of employees, employers and organisations in relation to that employment · provides for compliance with and enforcement of the Act · provides for the administration of the Act by establishing the Fair Work Commission and the Fair Work Ombudsman Q5 Briefly describe the National Employment Standards (NES) The National Employment Standards (NES) are a set of 10 minimum entitlements which must be provided to all employees in Australia. This includes leave, parental leave and all associated entitlements. Together, the NES & national minimum wage provide the minimum entitlements and pay which all businesses in Australia must adhere to. 1. Maximum weekly working hours 2. Requests for flexible working arrangements 3. Parental leave and related entitlements 4. Annual leave 5. Personal care’s leave and compassionate leave 6. Community service leave 7. Long service leave 8. Public holidays 9. Notice of termination and redundancy pay 10. Provision of a Fair work information statement Q6 In the table below briefly describe each method of sourcing labour Method Description Internal and external recruitment Developing your employees’ skills through training can improve your business and help it stay competitive. Upskilling staff has other benefits for the organisation including · Greater staff retention and commitment · A more qualified workforce · Increased productivity · Improved quality · Less wastage External recruitment Employment agencies perform recruitment and selection processes for organisations that don’t have the time, expertise or resources needed to manage the employment process. Some employment agencies provide temporary workers, and others provide permanent candidates. Employment agencies usually have considerable expertise in short-listing appropriately qualified employees and can be a cost effective option for many organisations Casual Labour Hire Small businesses, along with many larger organisations make regular use of casual employees. Casual employees offer businesses many advantages over full-time employees, but also pose some disadvantages. Casual employees are a good way to cover short-term peaks in workload or fill gaps when one staff member leaves and while recruitment takes place for a new permanent employee. Another significant advantage of casual employees is that they offer flexibility. An organisation has no obligation to schedule casual workers for 38 hours per week if the workload does not require it. Therefore managers only need to schedule them when work is needed so they can employed on varying days and at varying times. Many businesses use casual workers to fill evening and weekend hours not covered by full-time workers. New graduates or trainees There are many good reasons for employing graduates. New graduates earn lower salaries than more experienced employees but have huge potential. Their ideas and skills can make a huge difference to the bottom line of your organisation. You have the opportunity to shape them into the type of employee you need, so they become part of your organisational culture. As graduates have developed a habit for learning they are usually keen to continue this learning in the work environment. Graduates often bring new ideas and apply current thinking from their studies while also increasing the diversity within the work team. They are generally enthusiastic and willing to take on challenges. Graduates are often better able and more willing to adapt to change. Providing a career path for a graduate enables them to reach management level within your firm and solve succession planning concerns. Off shore workers Offshoring is the relocation of a business process from one country to another— typically an operational process, such as manufacturing, or supporting processes, such as accounting or call centres. Typically this refers to an organisational business, although state governments may also employ offshoring. More recently, offshoring has been associated primarily with the outsourcing of technical and administrative services supporting domestic and global operations from outside the home country (‘offshore outsourcing’), by means of internal (captive) or external (outsourcing) delivery models. Outsourcing Outsourcing is an effective cost-saving strategy when used properly. It is sometimes more affordable to purchase a good from organisations with comparative advantages than it is to produce the good internally. An example of a manufacturing organisation outsourcing would be Dell buying some of its computer components from another manufacturer in order to save on production costs. Alternatively, businesses may decide to outsource book-keeping duties to independent accounting firms, as it may be cheaper than retaining an in-house accountant Contractors and consultants Consultants are paid to share their expertise and knowledge to help businesses attain goals and solve problems. Consulting is a wide-ranging field with positions in innumerable industries. Unlike employees, independent contractors negotiate their own fees and working arrangements, and can work for a variety of clients at one time. If you have specific expertise, independent contracting can be an ideal way of capitalising on your knowledge Q7 Complete the table with at least 2 advantages and two disadvantages for each option for sourcing labour. Options for